Advances in technology have changed the world of recruitment no-end. Organisations are spoilt for choice when it comes to new and emerging technologies and techniques to help them source and recruit new candidates. A notable advancement is video interviewing. It’s become a popular concept for many organisations around the world and with more and more acknowledgement from large corporations; video interviewing is definitely here to stay.
This of course, comes as no surprise when you take into account the frustrations of traditional face-to-face and telephone interviewing; from poor telephone line connection to non-attendance, from travel costs to the issue of dealing with disengaged interviewees.
The thought of eliminating these hindrances is the reason that Sonru has become so successful. A world leader in the provision of video interviews, they have built a business around the fact that for both candidates and clients, time is a precious commodity. In order to further enhance the benefits of video interviewing, Sonru has partnered up with Capp, the leading strengths-based recruitment provider. The partnership provides delivers accuracy, efficiency, effectiveness and transparency to both recruiters and candidates using the software.
Both Nestlé and Morrisons have already moved to the strengths-based video interviewing approach and that’s down to five things:
1) Strengths-based video interviews assess for a candidate’s passion and motivation rather than just what a candidate simply can do. This increases the calibre of candidates that are selected and the video-interview allows recruiters to assess for these attributes earlier in the selection process.
2) Strengths-based interview assessor training enables recruiters to pick up on subtle emotional clues and body language that cannot be seen in a telephone interview.
3) Strengths-based video interviews don’t include probing questions that you often see in a competency-based interview. The strengths/video combination is therefore more naturally suited when used asynchronously.
4) Candidates AND Assessors can conduct the video interview at the time that suits them (within a stipulated time period). This leads to increased convenience, pace and often a lower time-to-hire.
5) Candidate feedback about video interviewing continues to be positive and often reflects well on the hiring organisation. For more information see the Sonru whitepaper here.
If you’re looking to drive greater efficiency, lower cost and make better candidate selection decisions, strengths-based video interviews are the perfect solution.